Nevada Exempt Salary Threshold | NAE Employer Guidance
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- Nevada Exempt Salary Threshold | NAE Employer Guidance
Nevada Exempt Salary Threshold – What Employers Need to Know
Understanding the Exempt Salary Threshold
The exempt salary threshold sets the minimum salary that must be paid to employees classified as exempt from overtime under the Fair Labor Standards Act (FLSA) and Nevada state law.
To qualify as exempt, employees must meet all three tests:
- Salary Basis Test – Employee must be paid a fixed salary not subject to reduction based on quality or quantity of work.
- Salary Level Test – Employee’s salary must meet or exceed the required threshold.
- Duties Test – Job responsibilities must fall into one of the recognized exempt categories (executive, administrative, professional, etc.).
Current Salary Thresholds
The FLSA sets the minimum salary requirements for exempt employees. Currently, the minimum for most exempt employees is $684 per week ($35,568 annually).
For highly compensated employees, the minimum is currently $107,432 annually (with at least $684 per week paid on a salary basis).
Note: Salary threshold alone does not determine exemption; employees must also satisfy the duties test.
The Duties Test: Exempt Employee Categories
Even if salary requirements are met, exemption depends on the employee’s actual job duties. The FLSA outlines the following categories:
- Executive Employees – Manage the enterprise/department, supervise two or more employees, and have hiring/firing authority.
- Administrative Employees – Perform non-manual work related to business operations with independent judgment on significant matters.
- Learned Professionals – Work requiring advanced knowledge in a field of science or learning (law, medicine, etc.).
- Creative Professionals – Work requiring invention, imagination, or originality in artistic or creative fields.
- Computer Employees – Systems analysts, programmers, software engineers with specific IT-related duties (excludes manufacturing/repair).
- Outside Sales Employees – Primarily make sales or secure contracts, customarily working outside the employer’s business location. No salary minimum required.
Highly Compensated Employees – Earn at least $107,432 annually and perform at least one exempt duty listed above.
Why Compliance Matters
Misclassifying employees as exempt can result in:
- Back payment of overtime wages
- Penalties and fines from the Nevada Labor Commissioner and/or U.S. Department of Labor
- Legal fees and damage to employer reputation
How NAE Helps Employers Stay Compliant
As a member of the Nevada Association of Employers (NAE), you have access to:
- Salary Benchmarking – Ensure pay rates meet or exceed exempt thresholds
- Classification Audits – Verify duties match proper exemption categories
- Policy & Handbook Guidance – Keep internal policies aligned with federal/state requirements
- Training for HR & Managers – Understand how to apply salary thresholds correctly
Who This Applies To
This applies to all Nevada employers with wage-earning employees, especially those with remote or multi-location teams. The law explicitly covers:
- Roles classified as “exempt” under FLSA
- Salaried employees who supervise others, hold professional roles, or meet duties tests
If you’re unsure whether your job roles or compensation practices meet these standards, NAE can help.
Stay Ahead of Changes
NAE monitors these updates and provides members with real-time guidance to help employers adjust proactively.
➡️ Contact us now to schedule an exempt threshold review and get started with NAE membership.
| Feature | Benefit |
|---|---|
| Salary Review Audit | Identify roles in need of adjustment and compute updated thresholds |
| Recruiting Toolkit | Plug-and-play salary range language for job ads and postings |
| Handbook & Policy Updates | Ensure transparency and robust job classification practices |
| HR Advisory Support | Ask questions and receive HR counsel when situations arise |
| Training & Workshops | Boost internal understanding and managerial oversight |
| Compliance Tracking Tools | Maintain documentation for audits and pay-equity reporting |
HR Audits & Compliance Support
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Conduct an HR Audit
Know where you stand. Protect your future. From I-9s to personnel files and policy compliance, our HR audits help you uncover gaps, mitigate risk, and ensure your business is prepared for whatever comes next. Start with a self-assessment or book a personalized review today.
Let Us Review Your Employee Handbook
Outdated handbook? Big risk. We’ll review your current employee handbook to ensure compliance with federal and Nevada-specific laws—and recommend updates where needed. Members also get access to our Model Employee Handbook to stay current year-round.
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Level up your HR and leadership skills. Access a full calendar of webinars, workshops, and certifications covering topics like documentation, performance management, leadership, compliance, and more. NAE members enjoy special discounts on all training.
Membership Fee
| No. of Nevada Employees | Annual Investment |
|---|---|
| Less than 150 employees | $1,595 |
| 150 or more employees | $2,395 |
See Why Nevada Employers Trust NAE
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